Word, PDF, two columns, one column, three languages. Somebody still has to read all of them and hold them in their head at the same time.
AI-assisted. The hiring decision stays yours.
Four candidates · four different CVs
Four CVs in, a ranked shortlist out — the whole workflow, narrated.
Same structure, same order, same typography — carrying your logo and your footer. A hiring manager compares the people instead of the layouts.
The four CVs from the top of this page, rebuilt in one branded structure. Page one of each, as delivered.
They solve different problems and share one balance of credits. Most teams start with whichever hurts more, then use both.
Turns any incoming CV into one clean, branded template — whatever format and language it arrived in.
Scores a batch of CVs against one vacancy and returns a ranked shortlist with the reasoning behind every point won and lost.
Any format, any layout, filenames irrelevant — the candidate's name is read from inside the document. Credits are held on submit and charged only when a CV comes back.
Four CVs at one credit each. The panel shows what is held before you commit, and anything that fails is released rather than charged.
Typically ready in a few minutes — we email you when it's done.
Have your own? We add the placeholder fields and test it against real CVs. You get it back to approve before anything goes live — usually two working days.
Don't have one? Start on the Kandidatos Standard CV, carrying your logo and your footer. Your logo is scaled to fit an 800 × 240 area and centred, so it can't come out stretched.
Delivery, the agreement, your template, your branding, the hiring company, the weights. Set once — and changed whenever a client's vacancy changes.
Your account owns the credits and never changes. An agency changes the hiring company whenever it takes on a new client's role.
You remain the data controller for every CV you submit. We process them on your instruction only, and nothing can be submitted until the data processing agreement is signed.
If you only use ProfileSync, the ProfileScore band can stay empty — nothing there is read when a CV document is built. The reverse is also true.
Paste the live role description, add the candidates, pick the report language. Four CVs at three credits each — held on submit, and charged only on what comes back.
ProfileScore reads each candidate's original document, so there is no need to standardise first — and doing so can change the result.
The more concrete the description, the more useful the scoring. Paste your live vacancy text rather than a summary of it.
Recruiting on behalf of a client? Describe the client once. The report carries their name — and the company every candidate is measured against is theirs, not yours.
The profile is generated from the client's own company data: core business, operational context, strategic themes and the culture keywords a candidate is read against.
Swipe to see the whole company profile →
Positive signals lift the component scores. A missing must-have is a mismatch penalty — capped at ten points, and itemised on the candidate's card.
The ideal profile is written out first: the experience, the seniority, the sector, the languages and the certifications a candidate is measured against.
Swipe to see the full benchmark →
Five dimensions, five weights, totalling 100. Set once, or changed for the next role — everything downstream moves with them.
Leave them alone and you get our defaults, which suit most roles. Change them when a role is unusual — a position where the sector matters more than the tooling, or one where language is the hard part.
The two tools are independent. ProfileSync gives you a clean, branded document to send on; ProfileScore reads the CV as it arrived, and works just as well on a batch you never standardised.
Any format, any language, straight from your inbox.
Every CV rebuilt in one consistent branded structure, ready to send to a hiring manager.
The original documents scored on five weighted dimensions and ranked.
A shortlist with reasoning. The call is yours.
Submit the same batch to both, in either order. ProfileScore always reads the candidate's original document, so standardising first is a delivery choice, not a prerequisite.
Every dimension the client weighted, printed beside the result. A shortlist you can hand to a hiring manager, or defend to a candidate who asks why.
Swipe to see every column →
Submission SUB-00255 · AI Solutions Architect · Nordeira Retail Group · four candidates · Seniority 30% · Skills 25% · Sector 17% · Company 15% · Language 13%
Each line names the requirement that wasn't met, and what it cost. They sum to the deduction — always.
Bram scores 100 on language and 68 on skills, and still lands at 56: three named gaps, eight points, all of them visible.
Swipe to see the whole card →
Nothing you can't explain to the candidate. Each deduction names the requirement that wasn't met and what it cost — here −3, −3 and −2, summing to the −8 on the card.
Scroll it here as a hiring manager would receive it — the company profile, the benchmark, the scoring configuration and every candidate card, in one document.
Scroll inside the frame · report SUB-00255
Nothing is auto-rejected and no candidate is filtered out before you see them. The tools sort and explain; people decide.
Every deduction is named and costed on the candidate's card. If a number looks wrong, you can see the line that produced it — and defend it to the candidate who asks.
Runs on the platform your IT team already runs. Nothing to install. You set how long candidate data is kept — 30 days by default — and source CVs and generated documents are both removed on that schedule.
We process every CV on your instruction only, under a data processing agreement signed during setup. Nothing can be submitted before it is.
Recruiting on behalf of a client? Describe the hiring company once. The report carries their name, and every candidate is measured against their context — not yours.
Five dimensions, five weights. Set once, or changed for the next role — and the weights are printed beside the result, so anyone reading it can check the arithmetic.
One credit per CV standardised. Three per CV scored. Nothing to install.
The balance, what each product has used this month, and every recent submission with the credits it cost and a link to its report.
Credits are held when you submit and charged only when a CV comes back. A CV that fails is never charged.
Swipe to see the whole dashboard →
One credit standardises a CV through ProfileSync. Three credits score one through ProfileScore. Every plan is prepaid — there is no overage and no invoice after the fact.
| Tier | ProfileSync | ProfileScore |
|---|---|---|
| Starter | €0.83 | €2.50 |
| Growth | €0.75 | €2.25 |
| Scale | €0.67 | €2.00 |
Top-up packs are priced above every tier rate, so moving up a tier always costs less per credit than topping up.
Billed quarterly in advance through Stripe. Credits stay usable while your subscription is active; if it ends, your balance is held for twelve months rather than removed.
Send us three real CVs and your template. We'll show you what comes back — no setup on your side.